Enrolments for 2022 have closed.
HRM and Employment Relations Strategy
Postgraduate | GRF-EHR707 | 2022
Course information for 2022 intake View information for 2024 course intake
Examine where employment relations and HR management intersect. Draft your own employment relations strategies.Ask if organisations are more influenced by the push of legislation or the pull of internal strategy when defining employment relations.
- Study method
- 100% online
- Assessments
- 100% online
- Entry requirements
- Part of a degree
- Duration
- 13 weeks
FEE-HELP available
HRM and Employment Relations Strategy
About this subject
After successfully completing this subject, you should be able to:
1.1 Gain theoretical knowledge in terms of understanding the centrality of key human resource management and employment relations issues as an integral part of organizational strategy; the difference between the role of context ('best fit') and universalism ('best practice') in strategic HRM and the contemporary emphasis placed on the resource-based view of the firm
1.2 Gain practical knowledge in terms of what HRM can and ought to contribute to organisational and individual performance; sectoral differences in driving HR strategy; incorporate the role of technology, knowledge management and metrics/analytics
1.3 Learn problem solving and decision making skills as a manager of people; Conceptual and analytical skills in a real world setting
1.4 Achieve professional competency in applying state of the art HR & ER theories, policies and practices
1.5 Learn how to engage in effective written communication
- Introduction to the Course
- Introduction to HR & ER Strategy
- Individual/Firm Performance & Sectoral Differentiation
- Changing HR & ER Roles
- HR & ER Strategy in an International Context
- Ethics, corporate social responsibility, and sustainability
- Future of Work from a Knowledge Management perspective
- Influence of technology on HR/ER strategy
- Employee Voice
- Future of HR/ER
- Review of course material
This subject was previously known as IRL170.
With the increasing recognition of intellectual capital as a key sustainable competitive advantage, the HR discipline has rapidly evolved from being transactional to transformational. In their role as change agents and strategic business partners, HR professionals need to overhaul the tools of their trade by adopting a systems, contingency and global perspective. This course develops an understanding of the relationships between business strategy, organisational change strategy and HRM strategy. The course adopts a holistic understanding of HR roles and functions by looking at key concepts, such as resource based view of the firm, individual and firm performance, sectoral differentiation and corporate ethics as well as strategic influencing factors such as knowledge management, HR metrics and technology. It uses innovative assessment tasks, such as debates and reflective journals to internalise the implementation aspects of SHRM.
- Individual Research Journal (60%)
- Case Study Assignment (40%)
For textbook details check your university's handbook, website or learning management system (LMS).
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- Times Higher Education Ranking 2024:
- 20
Entry requirements
Part of a degree
To enrol in this subject you must be accepted into one of the following degrees:
Elective
- OUA-PSU-GCE-2022 - Postgraduate Single Subjects
- UNE-PRO-GCE-2022 - Graduate Certificate in Professional Practice
Additional requirements
No additional requirements
Study load
- 0.125 EFTSL
- This is in the range of 10 to 12 hours of study each week.
Equivalent full time study load (EFTSL) is one way to calculate your study load. One (1.0) EFTSL is equivalent to a full-time study load for one year.
Find out more information on Commonwealth Loans to understand what this means to your eligibility for financial support.
Related degrees
Once you’ve completed this subject it can be credited towards one of the following courses
PostgraduateOUA-PSU-GCE
PostgraduateUNE-PRO-GCE